Onboarding Strategy and Design

69% of employees are more likely to stay with a company for three years if they experience great onboarding. Let us help you create an engaging foundation that establishes employee success.

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1.9x

profit margin over organizations with poor onboarding practices
according to the Boston Consulting Group (BCG)

2.5x

more revenue growth than organizations with poor onboarding practices according to BCG

Up to 20%

of employee turnover happens within the first 45 days

Your onboarding strategy plays an integral role in The Remote Employee Experience (TREE) by providing new hires with an intentional path forward laying the foundation for long-term success.

The ultimate goal for any high impact onboarding program is to quickly get your employees to feel welcome and prepared, thus the faster they can contribute to the organizations’ mission and vision. According to the Boston Consulting Group (BCG), onboarding is an influential factor in company success to the tune of 1.9 times the profit margin and 2.5 times more revenue growth than organizations with poor onboarding practices.

A great onboarding program not only helps increase profit margins it also decreases employee turnover in what appears to be a critical moment for each new hire to make a decision to look for other employment. Up to 20% of employee turnover happens within the first 45 days of employment. Intentional focus on these first 45 days can have an immediate impact.

After you have finalized your onboarding strategy, you must now carefully design your onboarding process that is rooted in program assessment and evaluation. As your organization continues to change your onboarding design must be specific but flexible enough to adapt to your organizational change.

We help organizations by first establishing a written plan that outlines the goals, duration, and deadlines that include measurable deliverables. Research has shown that organizations that have implemented a step by step process in a specific sequence have a much higher chance of success.

We understand that your team is already busy, so let us help you get started.

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How We Can Help

Onboarding Strategy and Design Services

Dart board
Aligning Your Missing and Vision

Our team handles everything you need from sourcing to recruiting and stakeholder management so that you can bring on the right talent when you need it.

Prioritize hand
Determine Your Onboarding Priorities

Talent Acquisition Experience refers to the experience of all stakeholders involved in the hiring process including candidates, hiring manager, and other business partners.

Webinar
Virtual Employee Orientations

How do you introduce new employees to the company and provide them with the resources to be successful? What steps have you taken to standardize your process? These are just a few of the opportunities for which we help our clients conceptualize and implement solutions.

Internal market research
Onboarding Progress Tracking Systems

Talent Acquisition strategy encompasses a company’s go to market recruiting plan, stakeholder engagement model, adoption of next-gen practices, and long-term workforce planning. By having a defined Talent strategy in place, you are able to plan for success.

Journey mapping
Employee Journey Mapping

How do you introduce new employees to the company and provide them with the resources to be successful? What steps have you taken to standardize your process? These are just a few of the opportunities for which we help our clients conceptualize and implement solutions.

These sound great, I’m ready to get started!

Let us know what challenges your organization are facing. We will then reach back out with a plan to help.

Our Process. Diagnosis

Before we provide any recommendations and/or implementation costs for program initiatives, it is imperative that we conduct an analysis of your current employee experience. We first start with our pre-diagnosis which includes a survey that is sent out to various internal stakeholders. 

During our second phase, Diagnosis, we review your current procedures, conduct individual interviews with all of your c-suite employees, followed by team interviews that exclude their unit supervisor. These two approaches provide critical quantitative and qualitative data to help determine performance gaps.

The diagnosis ends with a final report that includes charted data, employee testimonials, and broad recommendations to overcome those challenges. 

How It Works

1. Conduct A Company Wide Survey
2. Review Current Policies and Procedures
3. Interview C-Suite and their teams
4. Produce a detailed report with our recommendations

$8450 

per / month

approx. 60 hrs


$4500

per / month

approx. 30 hrs

Flat Rate Pricing. No Surprises. 
One Bill.

Our flat-rate pricing for both strategic consulting and fractional HR leadership is designed to eliminate any confusion or unforeseen price increases.

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